K14: Principles of equality, diversity and inclusion and the impact on the customer experience and business. (ST1)

Neurodiversity and Personal Responsibility
A Personal Perspective

We’ve been dedicated to diversity, equity, and inclusion (DE&I) for over a decade.
In 2023, our pivotal shift was emphasising personal responsibility for inclusion,
particularly concerning neurodiversity.

As a neurodivergent employee, this commitment is deeply important to me.
This isn't just about company policies; it's about people.
Creating a space where we can unmask without fear of judgment or consequence.
At Sainsbury's, personal responsibility means every single colleague taking ownership and actively helping to build a truly inclusive workplace.
Real change comes from our individual actions, not just top-down directives.

This involves:

• Recognizing and valuing diversity.

• Treating others with respect and empathy.

• Challenging our own biases and prejudices.

• Promoting equal opportunities for everyone.

• Understanding that each person has a role to play.

• Making a positive difference in our interactions.

• Being aware of our actions, attitudes, and words.

• Consciously working to eliminate discrimination.

• Promoting fairness and equity.

Watch the video below to hear what personal responsibility means to our colleagues.

Understanding Neurodiversity

The simple truth is that all our brains function differently. This is the essence of neurodiversity.

My own experiences with ADHD and C-PTSD have given me firsthand insight into how differently brains can operate. I don't presume that many colleagues share my specific conditions.

However, I recognize that some may have ADHD, Autism, Dyslexia, or other forms of neurodivergence. And, indeed, that list is far from exhaustive.

These neurological differences are not deficits. They often represent unique strengths and perspectives.

Expanding Our Commitment: Key Pillars

Beyond individual actions, our commitment to inclusion extends to several key areas:

1. Leadership Accountability for Inclusion

Our leaders have a responsibility to actively promote and uphold inclusive practices and policies. They are accountable for creating and maintaining an environment where everyone feels valued, respected, and included, regardless of background, identity, or characteristics. This means championing diversity, equity, and inclusion at all levels of the organization, fostering a culture where everyone feels heard and empowered. This is particularly important for neurodivergent colleagues, who may need specific accommodations or support to thrive.

2. Levelling the Playing Field

We are committed to creating conditions where everyone has equal opportunities and access to resources. Our goal is to remove barriers and systemic biases that might disadvantage certain individuals or groups. This includes providing extra support and enhancing access to opportunities for underrepresented groups, such as through programs like "Accelerate You," which is specifically designed to support the progression of ethnically diverse colleagues. For neurodivergent individuals, this might mean providing flexible work arrangements, assistive technology, or alternative communication methods.

3. Moving the Customer and Supplier Dial

We recognize the importance of actively transforming the customer and supplier landscape. We're committed to:

• Expanding our product ranges with inclusivity in mind.

• Designing products and packaging that are purposefully inclusive, considering accessibility, cultural sensitivity, and gender inclusivity.

• Actively collaborating with our suppliers, encouraging them to adopt inclusive practices and amplify their diversity initiatives. This includes considering the needs and preferences of our neurodivergent customers.

My Aspiration: A Paradigm Shift

My advocacy, both then and now, centers on a fundamental shift in mindset.

It's about moving beyond mere awareness of neurodiversity to actively assuming responsibility for creating a workplace where every single colleague feels:

• Valued

• Respected

• Empowered to contribute their best

The Path Forward: Practical Actions

Learn: Understand different neurotypes and how they may affect work styles. (Source: ACAS - general principles)

Communicate Clearly: Use plain language, avoid jargon, and provide information in multiple formats (written, visual, verbal). (Source: ACAS - Communication)

Offer Flexibility: Provide options for flexible working hours, locations, and task assignments. (Source: ACAS - Working Environment & Working Arrangements)

Adjust the Environment: Minimize sensory overload (noise, light, smells) and offer quiet spaces. (Source: ACAS - Working Environment)

Provide Clear Instructions: Break down tasks into smaller steps, offer written instructions, and check for understanding. (Source: ACAS - Managing Neurodivergent Staff)

Support Focus: Allow the use of noise-canceling headphones or other focus aids. (Source: ACAS - Working Environment)

Embrace Different Strengths: Recognize and utilize the unique talents of neurodivergent individuals. (Source: ACAS - general principles)

Promote Open Dialogue: Create a safe space for colleagues to discuss their needs and challenges without fear of judgment. (Source: ACAS - general principles)

Offer reasonable adjustments Put in place individual strategies, tools, techniques.

Regular Check-ins: Provide regular, supportive feedback and opportunities for two-way communication. (Source: ACAS - Managing Neurodivergent Staff)

Sharing Our Progress and Future Direction

I'd like to share what this commitment to personal responsibility has looked like in our daily work lives over the past couple of years. I also want to offer some thoughts on our future trajectory.

We continue to build upon the strong foundation of our D, E & I efforts, with a sustained emphasis on the individual actions that, collectively, forge a truly inclusive culture. I remain deeply committed to this journey.